Happy Friday

Full Version: The Thick Point Between Buddy And Manager
You're currently viewing a stripped down version of our content. View the full version with proper formatting.
-- Allen W. Be taught further on our favorite related site by browsing to http://www.forumxbox360.com/showthread.php?tid=70159.

A: One reason I am therefore qualified to disp...

Q: Certainly one of my key employees is giving trouble to me. He has started turning up late for work and has produced a poor attitude generally. The remainder of my employees are complaining given that they are having to take up his slack. I've tried speaking to him, but h-e doesn't seem to hear. To make matters worse, he has become one of my close friends since I hired him five-years ago, so shooting him is out of the question. Exactly what do I do?

-- Allen T.

A: One reason I am therefore qualified to furnish sage business guidance every week, Allen, is that I have made almost every business error imaginable. I am just like the Evel Knievel of the small world of business, if Evel Knievel wrote a regular column on motorcycle safety.

One of many more unpleasant things I have had to do is fire a great friend who was not doing the job I used him to do. He needed a job, I needed a worker, so I thought I'd give a go to him. It proved to become a match made in business hell. He took advantage of our friendship by spending some time goofing off in place of working, showing up late for work, and creating a joke out of my claims about his behavior. As a result of our friendship I defended his actions to my other employees, but following a few weeks I knew I had to show him the doorway. We're still friends, but most certainly not like we were before.

The blunder I made was choosing a pal in the very first place. I allow emotion, i.e. the need to help my friend gain work, be in the way of my business sense. That is what you're doing today, Allen, and I dislike to be the bearer of bad news, but you are planning to need to cope with this condition quickly or your entire operation may be affected by the steps of this one individual.

The blunder you've made is the fact that you've befriended a worker, which is something you should not do. I am not saying you can not be friendly with your employees, but you've attached a considerable amount of emotional baggage to the employer/employee relationship and the effect could be the situation you're confronted with today.

Friends expect preferential treatment since they are your friends. The workplace, however, should be a level playing field for all you employees, friends or not. Clicking BIZESO BLOG: FINDING CHEAP USED CAR probably provides cautions you should tell your girlfriend. While personnel deserve your respect (if it is acquired), providing one staff preferential treatment over still another is never recommended. This is a difficulty experienced by many business people and managers who allow them-selves to become too close to their staff.

I am aware that you'd rather eat stones than fireplace him and he is now your friend over the years, but you have to consider how his behavior is affecting your company over all. What effect is he having on employee morale, on work schedules, on customer relationships, on time spent repairing his problems, and most of all, the bottom line?

You have two options: get him back on track or get him off the payroll, period. That'll sound cold and politically incorrect, but those are your only choices. In either case, you have to be his company first and friend second. He might have particular reasons for his performance, but as you're legally limited as to how much spying you can do into his home life his manager. As his friend, nevertheless, I expect that you have recommended what the problem is. Then do so, If you're able to help him go back to being a successful member of the group. If not, want him well, let him go, and move on.

Listed below are a couple of tips that will help you establish and enforce the boundaries of the employer/employee relationship.

Determine the connection. Keep your seat, Dr. Phil, this can not take long. The relationship must be well-defined from the beginning and the parameters comprehended by all parties. Some call it 'defining the pecking order' or 'building the meals chain.' Whatever colorful term you use it all boils down to this: You can be their manager or you can be their friend. You are able to not be both.

Don't employ friends or family relations. Dig up more on our favorite related link by clicking Cave Painting Book Get particular in your art. This concept is obviously versatile if you are who owns the company and you hire your young ones to work for you. Odds are your offspring already accept you whilst the supreme authority figure and managing them in a small business environment is second-nature. However, even this example may have an adverse impact on your company as non-related workers often expect the employer' daughter, child, or best friend to work less, make more money, and be treated a lot better than everyone. Whether that is true or maybe not, nepotism and cronyism can cause an underlying stress among the ranks.

Establish and adhere to company policies. It is recommended to own published guidelines regarding every aspect of one's business, including employee behavior and performance targets. Because of it is extremely nature the relationship is vulnerable to favoritism. Managers can't help but benefit these employees who work harder, longer, and faster, but in regards to staying with business policies, there should be no preferential treatment of favored employees. Every employee should be given a copy of your printed company policies and sign an application stating they have read, comprehend, and concur with the same.

The Underside Line: treat everyone else exactly the same. It does not matter if the employee is just a vice president or even a janitor; everyone in your company must be treated exactly the same when it comes to sticking to released company policies and performance expectations.

While it's true that a vice president might be of more value to the company than a janitor, it is also true that a vice president who is running amok can perform much more harm to your company than a janitor who lets a toilet back up every once in a-while (there's an analogy there that I will let you determine on your own).

It's perhaps not particular, it's just business. Webaddress contains more about how to flirt with it. This is exactly what the movie bad guys say to the other person prior to the shooting starts. 'Hey, Paulie, it's perhaps not private. It is only business.' BLAM! BLAM! This is the dating exact carbon copy of saying, 'It's not you, it's me.' Most of these statements aren't going to make everyone feel better when they are getting dumped or fired. Just ask any former employee or old girl-friend you have used this line on.

If you have to fire an employee - even a friend - get it done by the book in an expert way.

It will not be easy, but you have to eliminate the emotion and do what is best for the company.

Listed here is to your success..
Reference URL's